Since the war for talent began several years ago, corporate recruitment managers have been begging for help from “recruiting support” firms. Unfortunately, one of the key players in our industry, recruitment advertising agencies (RAA’s), have often failed to meet this new challenge. If you are currently considering selecting (or changing) …

When the stock market tumbles, there is often a cry heard at major firms: “Let’s recruit away the talent from dot-coms!” But I would urge caution before making any raids. Here are some possible reasons why hiring people from dot-coms may be a mistake for the more “established” firms!* Top 10 …

Assumptions: Employed “top performers” are different from other candidates and must be treated that way. These candidates are not in the job search mode often, and are certainly not likely to be on the day we happen to have an opening. People who are currently employed are “harder to find” …

Most employment systems were designed in the “dark ages” when business moved at the “speed of rock.” In the past when people resigned, a requisition was created and after a relatively long lag time, another person was hired. If the new hire required initial training at the time of their …

A checklist for assessing the quality of college recruiting programs and systems. Almost everyone in the employment field attempts to develop quality employment programs and systems. After studying hundreds of employment systems from Fortune 500 firms we have come up with a comprehensive checklist to use to assess the quality of …

Managers hate being presented with a “stack” of resumes. One of any manager’s worst nightmares is when a recruiter drops off a “stack” of resumes to be read “right away.” No matter how well intentioned managers may be, the reality is that they will postpone looking through the stack for …

“Too much of a good thing is bad for you” is true for both “sweets” and for interviews. I was at Agilent Technologies the other day when one of their many talented HR reps described “over interviewing” with the accurate and humorous phrase “death by interview.” I laughed and I …

In a tight labor market, firms can gain a tremendous competitive advantage by breaking the old rules and acting differently from the average firm. Unfortunately it’s often quite difficult to get conservative HR departments to realize that the recruiting game has changed forever. And if you are going to get …

Employment branding is the hottest strategy in employment. It is one of the few long term solutions to the “shortage of talent” problem. Where most employment strategies are short term and “reactive” to job openings building an employment brand is a longer term solution designed to provide a steady flow …

Print This Out – and Give it to Your Managers The most common recruiting question I get whether consulting or speaking is “How to I get managers to pay attention to recruiting”? Well that answer is worth a million dollars. But today, courtesy of the electronic recruiting daily, you can have …